Ali Shameem, PhD’s Post

It’s time for employers to let go of their dependence on college degrees as the standard criterion for evaluating all candidates—that’s why we’ve built our business and our culture on the assumption that talent can come from anywhere. Those who may have otherwise been unfairly excluded from the prosperity that technology can deliver are now building secure lives for their families—and they are the bedrock of our success. Read more from CEO Jesse White to find out why shifting this mindset is an industry imperative: https://hubs.la/Q02DW4v40 #college #technology #futureofwork #humanresources #careers

Last week I attended a great session put on by NextUp Toronto on Embracing a Non-Linear Career. Good discussion around the many benefits for both employers and professionals: Versatility, Skill Diversification, Personal Growth & Empowerment, Resilience and Innovation. Equally productive was a discussion around overcoming the very real challenges of a non-linear career, namely negative perceptions and confusion when your career doesn't quite fit into a neat box. Some strategies include: Adopting a growth & learning mindset Own your story (love this one!) Build networks Invest in mentorship (giving and receiving) Embrace change and adaptability Thanks to Sarah Woods for being our table mentor and guiding us through the very engaging conversation! #Versatility, #SkillDiversification, #PersonalGrowth, #Empowerment, #Resilience and #Innovation

In a rapidly evolving world, application-oriented education has become more than just an advantage—it’s a necessity. Gone are the days when theory alone could prepare students for the challenges of the modern workplace. Employers demand professionals who not only understand concepts but can apply them in real-world scenarios. This is where the power of project-based learning and case studies shines. Imagine students tackling real-world problems from day one—solving challenges faced by companies, designing innovative solutions, or diving deep into case studies that mirror today’s complex business landscape. This approach doesn’t just teach skills; it builds problem-solvers, innovators, and leaders. Projects and case studies foster critical thinking, teamwork, and adaptability. These are the qualities that today’s employers are desperate to find, yet often missing in graduates of traditional education models. Students who engage in hands-on, real-world tasks don’t just leave school with a degree—they walk away with a portfolio of accomplishments that speak volumes to potential employers. It’s time to rethink education. Schools, educators, and businesses must come together to craft a system that empowers students to be more than passive learners—they need to be active problem-solvers, ready to shape the future. Are you ready to contribute to this change? Share your ideas, collaborate on projects, and champion the revolution in education. Together, we can build a workforce that’s equipped to tackle the challenges of tomorrow. Let’s start today! Share your thoughts and inputs, if any! #careers #humanresources #leadership

Embracing Epistemic Curiosity and Diverse Interests: The Path to Creativity and Innovation Leonardo da Vinci, one of history's most renowned polymaths, is a perfect example of how diverse interests fuel creativity and innovation. As Robert Krulwich highlights in his book, da Vinci's insatiable curiosity spanned art, science, engineering, anatomy, and much more. This broad range of interests allowed him to make groundbreaking contributions in various fields, showcasing how epistemic curiosity can lead to extraordinary creativity. But how does this principle apply in today's business world? Let's look at 3M, a company renowned for its innovative culture. 3M encourages its employees to spend 15% of their work time exploring new ideas and projects outside their immediate responsibilities. This freedom fosters a culture of curiosity and has led to innovations like Post-it Notes and Scotch Tape. The success of 3M demonstrates that when employees are encouraged to explore diverse interests, they bring fresh perspectives that drive innovation. Another compelling example is Google's "20% time" policy, which allows employees to dedicate a portion of their time to projects they are passionate about. This initiative has led to the creation of products like Gmail and Google News, proving that fostering an environment where curiosity is encouraged can lead to significant breakthroughs. How can we apply this in our own lives and organisations? Here are three key actions: Cultivate Diverse Interests: Encourage yourself and your team to explore subjects outside your immediate field. This can lead to cross-disciplinary insights and innovative solutions to problems. Create a Culture of Curiosity: Implement policies that allow employees to spend time on projects they are passionate about. This not only boosts morale but can also lead to unexpected innovations. Encourage Lifelong Learning: Provide resources and opportunities for continuous learning. This could be through workshops, online courses, or simply fostering an environment where asking questions and seeking new knowledge is valued. By embracing epistemic curiosity and nurturing diverse interests, we can unlock new levels of creativity and innovation, broadening our worldviews and driving growth in our personal and professional lives. #Innovation #Creativity #Curiosity #DiverseInterests #Leadership #ContinuousLearning #OrganisationalCulture #3M #Google #LeonardoDaVinci

Fast Company reports on proactive talent development and how to train the workforce for technological advancements that are shaping businesses. The starting point of proactive talent development is knowledge. The more we prioritize education on certain technologies, the better the workforce will be prepared for new technologies. EV is a great example because it has rapidly grown over the last few years. The more we can get students interested and knowledgeable on this subject matter, the better EV will be. #Tecnology #TalentDevelopment #Education

You will only lead the future by recognizing the present as a historical moment. In the tech industry, many veteran leaders often reminisce about their roles in historical social movements—proudly recalling their participation as defining moments of their careers. Yet, today’s tech landscape is eerily silent on the current college protests sweeping the U.S., regardless of your stance on the situation. This post isn’t about politics or social movements - I know people fear the potentially enormous cost of saying anything. This is about recognizing pivotal moments that shape the future of work, talent, and business impact. Consider this: many of these institutions are among the Top 20 feeders for critical roles in AI, engineering, data science, and product management at leading tech firms. The strong alumni network culture of colleges in the U.S. underscores potential ripple effects throughout these companies. Imagine you’re interviewing a candidate from these colleges in a few years when the tech market rebounds. Will you engage with them about this historical period, discussing causes they’re passionate about and their leadership experiences? Or will you overlook it entirely? How will you respond when they evaluate whether your values align with theirs? The next generation is passionate about social causes, as we saw during the pandemic. They will gravitate towards employers who foster an environment of open dialogue and genuine engagement with societal issues. True leadership will be defined by those who can authentically inspire current and future talent by embracing this historical moment with a unifying vision. Ignoring the trend of employee activism risks rendering you irrelevant in the eyes of the talent you aim to attract. History is being written. How will you be remembered? Are you ready to lead the future or will you be just a footnote in history? Thoughts shared are my perspective only and that of my side-gig advisory Belong & Lead #collegeprotests #leadership #culture #deib #diversityequityinclusionandbelonging #futureofwork #innovation #management #humanresources #artificialintelligence #peopleanalytics

Do you assume tech knowledge comes easy to young people? Throughout my career in IT, I've watched the assumptions of the Digital Divide be challenged, and the actual line of divide shift. What once was "youth" and "male" dominated is now much more diverse. Organizations need to be careful to not bring preconceived notions of what a "tech person" looks like put them off hiring the best candidates. #business #leadership #hiring #technology #career #digitaldivide #management #communiZate

This is a blockbuster thought leadership-grounded-in-data piece by the CEO of Jobs For the Future, Maria Flynn and LinkedIn’s Aneesh Raman. So differentiated, yet so true. This is an important reframing with lots of downstream implications for how best to prepare talent for today and tomorrow. Key passage: "The big question emerging across so many conversations about A.I. and work is namely: What are our core capabilities as humans? If we answer...from a place of fear about what’s left for people in the age of A.I., we can end up conceding a diminished view of human capability. Instead, it’s critical for us all to start from a place that imagines what’s possible for humans in the age of A.I. When you do that, you find yourself focusing quickly on people skills that allow us to collaborate and innovate in ways technology can amplify but never replace. " Disclosure: I serve on the Board of Jobs for the Future (JFF).

This was a great webinar discussing the impact of career readiness and the many factors that play into it at the college/university level. Take the time to listen!

Degrees collect dust; it's skills that shine. But not everyone sees beyond traditional paths. 𝗔 𝘀𝗸𝗶𝗹𝗹𝘀-𝗳𝗶𝗿𝘀𝘁 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗶𝘀 𝗿𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘇𝗶𝗻𝗴 𝗛𝗥: - Bypassing the degree barricade. - Unlocking untapped talent pools. - Fostering diversity and inclusion. Why cling to degrees when potential is everywhere? The paradigm is shifting: - Skills over schools. - Potential over pedigree. - Inclusivity over exclusivity. Consider: - The creative dynamo without formal training. - The tech wizard from unconventional paths. - The strategist with raw, untapped insight. Embracing a skills-first model isn't just progressive. It's strategic. It expands horizons, diversifies teams, and uncovers hidden gems. 𝗧𝗵𝗲 𝘃𝗲𝗿𝗱𝗶𝗰𝘁: - Degrees showcase a journey, not the destination. - Skills spotlight capability, not just history. - A diverse team is a robust team. Transitioning to skills-based hiring? A bold move toward a brighter, more inclusive future. Let's challenge norms. Let's redefine potential. Because the future of hiring is skill, not scroll. Thoughts? Would love to hear your take.